Reflective Diary Assignment Example | Topics and Well Written Essays - 1500 words

Reflective Diary - appellation ExampleDay 1 Reflection DESCRIPTION What happened? I went to my kick the bucket area as a customer service representative, where I realized that there was a direct association with guard to throw, specifically with my managers unwillingness to cooperate with the workers, even for smaller things, like changing a schedule. FEELINGS What were you opinion & stamp? This is aggravating when working and makes the job harder to complete. It reminds me of the square wheel demonstration where resistance from the manager creates frustrations and harder work for others involved. valuation What was good & bad ab extinct the experience? BAD The manager is inflexible and workers are ineffective to keep the needed pace because of what has happened, making both the employees and organization suffer. GOOD I empennage discern what the environment is and understand that there is a resistance to change from the manager. There is a direct apprehension of Maslow s matrix (Timm, 1993) with the manager needing security of a job. ANALYSIS What sense can you make go forth of the situation? An organization cant change unless the resistance from everyone stops. Top managers have to recognize the resistance and be pro-active in the change. CONCLUSION What else could you have done? The only thing employees can do is to taste to initiate the change by stating the problem to managers. However, this requires a change in the organizational environment. ACTION visualise If it arose again what would you do? I can respond by making a statement nigh the need to change. I can also consider talking to other managers about one or two situations that have arisen to grab their attention about the problem. Reflection Day 2 DESCRIPTION What happened? I have talked to other employees about changing managerial job descriptions. The conclusion which I have gaunt comes from the horticultural application of the need to make a change within the organization (Jenki ns, 2006). FEELINGS What were you thinking & feeling? Urgency first arises with the need to change the organization. This leads into pressure from the awareness of what might happen to my job if change doesnt occur. I then feel a sense of urgency and begin to communicate with foothold such as We have to start making changes or the organization wont grow. EVALUATION What was good & bad about the experience? BAD The feelings that arise from the need to change are neer followed through. The same problems and sense of resistance within the organization continues to arise. GOOD I can recognize the patterns that are dangerous to an organization, specifically which can help me in the future. ANALYSIS What sense can you make out of the situation? There is a strong difference between thinking about change and communicating with analysis, as opposed to actually going in and making the change. For the message to communicate to a team, apiece individual has to have the same responses and un derstanding. CONCLUSION What else could you have done? At this point, there isnt anything that can be done to change the outcome of the work organization. ACTION PLAN If it arose again what would you do? If an proceeding arose, I would be a part of the plan and make sure to help